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Sutton Kerry J - SC012

1From :

Sent: 30 July 2013 11 :34

To: Smith Jackie - SC012; Pitsillides Kyri - SC012 ; Sayers Ben J - SC012 ; Sutton Kerry J -SCO1 2

Subject: FW: Control Infrastructure update - 30 .07.13

Attachments : Resources Presentation .ppt ; Intelligence Presentation .pp t

Al l

Please see attached for your information but please be aware it is regarding police officers postings processfor Intelligence and Resources and not police staff .

Regards

Dear Colleague ,

I am writing to provide you with an update on the Control Infrastructure segment of the One Met Model andthe action you are required to car ry out locally .

This email contains information on :

• Police Officer Postings Process for Intelligence and Resources (Duties and Events)• Invitation to CI / Band C managers in Intelligence and Resources to a joint briefin g

Documents linked to or attached include :

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• PowerPoint presentation for the Resources officer posting process• PowerPoint presentation for the Intelligence officer posting process

As stated in my previous correspondence sent on Tuesday 16th July, the police officer posting process willbe launching on Monday 5th August 2013 . Line managers from Resources units have recently attendedchallenge panels/briefings and line managers from Intelligence units have attended a HR briefing toprepare them for the start of the police officer posting process .

Officers have been identified as within the scope of Control Infrastructure Intelligence and Resources,using MPS HR information which your OCU SHRAs were tasked to verify and return by 23rd July 2013 .

On the 5th August your OCU will be sent a cascade with a list of in-scope officers and whether they aremapped into a post or required to take part in a postings process . The in-scope officers and their linemanager will be sent a letter attached to an email notifying them that they will be either :

Mapped into their existing post - when there has been little or no change to their current post,Required to take part in a postings process - where there has been a significant change or reductionin the number of roles .

Officers who are required to part i cipate in the se lection process will need to complete a posting E-form ,similar to that used within the LPM process .

Please ensure that your officers are aware of the changes and access the Control Infrastructure Intranetsite to get the latest informat ion . In pa rt icular , this currently includes information about the future model andthe location of Intelligence and Resources hubs . This will be updated regularly with information about thepolice officer postings process , which by the time of the launch will include the posts available , shifts , roleprofiles and job descriptions .

I understand that change on this scale can be unsettling and difficult for all .

Should you require any fu rther information , please contact the project team using the contact details below .

Thank you for your continued suppo rt .

Maxine de Brunne rDeputy Assistant Commissioner SC&O

FOR INFORMATION :

Out of scope

The Intelligence and Resources functions within SO and DPS are out of scope of Control Infrastructurechanges.

In - scone

The following-units 1 office r posts within Intelligence wil l be mapped into the new Intel ligencemodel :

• Neighbourhood Intell igence• Armed Policing - Constables & Sergeant• Marine Support - Constables onl y• Royal Parks - Constables only

• Pan London and Central Intelligence :

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• ANPR Intelligence - Constable to Inspecto r• RED 24/7 Intel Support/SC08 Gangs Ops Centre - Constables only• Wildlife Crime Unit - Constables & Sergean t

• Covert and Confidential Intelligence :• Covert Operations - Constable to Inspector• Surveillance - Constable to Inspecto r• Confidential Unit - Constable to Inspecto r

• Covert Gove rnance and Compliance-• Inspection and Review - Sergeant• Intelligence Systems Support & Audit & Project Support - Constables & Sergeant s

The fallowing units 1 officer posts within Resources will be map~eoE into the new Resources model :

• SC022 Aid Resourcing Uni t• SC022 Public Order Planning Unit• STC Traffic Planning Tea m• Police Liaison Team• Ceremonials Tea m• Football Policing Unit (SC022 only)• Emergency Preparedness• TP CaTO• SC&O CaTO

FOR INFORMATION : PowerPoint presentation for Intelligence and Resources police officer postingprocess

The attached PowerPoint presentation (Resources presentation.ppt) and PowerPoint presentation(Intelligence presentation. ppt) should be used to share with your staff in advance of Monday 5th August .

FOR INFORMATION : Reminders for Control Infrastructur e

. The police officer postings process for Intelligence and Resources will be launched on Monday 5August 201 3EDS process for eligible staff launched on Monday 29 Jul y

• Planned `Go-live' date for Tranche 1 OCU's on Monday 18 NovemberPlanned `Go-live' date for Tranche 2 OCU's on Monday 28 February 201 4

FOR ACTION : Please advise line managers in Intelligence and Resources that there is a joint `One- Stop Shop ' briefing on Wednesday the 7th August 2013 at 09 :OOam

These volunta ry briefings are for senior members of staff to gain clarity on the police officer postingprocess which will have been launched on the 5th August should they have any questions .

This briefing will re-enforce the information given at the recent Resources challenge panel/briefings andthe Intelligence HR briefing and provide an opportunity to speak directly with the Control Infrastructureproject teams, Resources, Intelligence and HR leads .

Briefing will be held in Room 383 Victoria Block at NSY on :

DATE / TIME BRIEFING

Wednesday 7th August 09 : 00 - 10:30 1 Intelligence & Resources managers

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One Met Model

Frequently AskedQuestions

CommunicationsToolkit

Rumour Mill

Who's Who

Contacts

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• Resources presentation on the officer posting process - upc• HR Selection, Posting & Early Departure Scheme FAQs fog

July 2013 .Police officer posting process pre launch information .

• Resources staff presentation, held at NSY, 12 June 2013 -» Resources briefing for line managers, held at NSY, 4 June :• Context letter from DAC de Brunner to staff ire Intelligence a

Resources briefing for line managers, held at NSY, 27 Mar c

For more information on this strand visit the Met Resources pag e

See information on the HR processes for staff within Resources I

See information on the officer posting process within Resources I

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Send Link by E-Mail I Print I A

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Chief Inspector and Band C Manager InformationFriday 26th July 201 3

Cl Dave Tai t

5 HR Organisational Development

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• To provide the latest information available about the Control InfrastructureResources Strand .

• To give you a general understanding of the future Resources structure andthe posts that will exist in the new model .

To tell you about the Human Resources (HR) processes that will be used an dto inform you about the Police Officer Posting Process for PC - INSP ranks .Further information about the Chief Inspector - C .Supt postings process will b ereleased once the detail has been given final approval .

• To ensure you know where to access the information as it is updated .

• To provide you with the above information so that you can brief your SLT andprovide information and support to your officers about the police officer postingsprocess .

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Home Office .

• The MPS must Changeand re-structure to

improve service , cutcrime and save money .

The MPS is meeting thischallenge by designing

& implementing the"One Met" Model .

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Improved coordination of activitybetween neighbouring boroughs andcentral resource sImproved framework for escalation of -- ,issues to Area and Met tasking meetings

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• Provides a wider resource pictureacross the OCU enabling moreeffective local deployment decision s

• Better coordination between local andcentral event planning will reduceresource pressures

• More flexible , focused and joined up Intelligenceservice

• Greater understanding of local , area and cross-border criminalit y

• Ability to request additional intelligenceresources (overt and /or covert) to suppo rt localneedsMPS FOIA Disc

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DI/Insp DS/PS DC/PC

Current 60 120 426

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Difference -34 -51 -168

Mapped 3 11 45Numbers

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"Job Mapping" takes place when :

• A role in the new structure is assessed as a significant match toone that exists under the current structure and the number o fofficers within these roles are not subject to any reductions .

Posting Process will take place :

• Where the number of posts will be reduced

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In order for Police Officers to move into the new model the ywill either :

1 . Be mapped directly into a post OR2 . Be required to participate in a preference process for a ne w

role .

The Control Infrastructure selection process will :

• Use Job Mapping where appropriate to ensure best fit betweenindividuals and roles .

• Retain skills , knowledge and experience .

• Provide a fair and transparent posting process for roles in thenew Intelligence model .

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"Job Mapping" takes place when :

• A role in the new structure is assessed as a significant match toone that exists under the current structure and the number o fofficers within these roles are not subject to any reductions .

Posting Process will take place :

• Where the number of posts will be reduced

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Police Officer Posts ONLY :

➢ SC022 Aid Resourcing Unit➢ SC022 Public Order Planning Uni t➢ STC Traffic Planning Team➢ Police Liaison Tea m➢ Ceremonials Tea m➢ Football Policing Unit (SC022 officers only)➢ Emergency Preparednes s➢TP CaTO

SC&O CaTO

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Ranks affected in this process :

• Constable• Sergeant• I nspecto r

Using a posting process - why :

Aiming to ensure individuals are able to express an interest in different roles within theControl Infrastructure Resources mode l

All in-scope , non-mapped across Police Officers will be expected to apply for a role in thenew model

Officers that are not posted to roles within Control Infrastructure Resources will be posted inline with organisational priorities

The corporate posting panel will aim to accommodate one of your preferences , but businessneed will take precedence .

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The Posting Preference Form :

*Officers are required to complete an e-form (posting form )

•Posting form will request the following information :

- Personal details ( name, rank, etc )

-Training / essential skill s

- Preference - will enable officers to select roles in the new mode l

-Restricted/Recuperative duties

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• HR OD will collate data - produce automated postingspreadsheet

• HR OD will work with the Project team to set up postingpanels for Intelligence

• Control Infrastructure design lead/business area seniorlead, HR OD and DCFD will sit on the panel s

*Federation will be invited to observe the panels

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Panel principles

• Prioritise the posting of officers covered under the Equality act (e .g .officers on restricted duties )

• Posting to roles that require critical skill s

• The automated spreadsheet will then randomly post to theremaining officers to the vacant roles based on officer preferenc e

• Officers that are not posted to roles within Control InfrastructureResources will be posted in line with organisational priorities

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Timescales

5 August 2013 Launch of the posting Proces s

23 August 2013 Closing date for posting form

26 August - 13 September Posting Panels

20 September Posting results issued

4 October Appeals deadline

October Flexible working applications and panel s

7 - 11 October 2012 Appeals pane l

14 October 2013 One month notice period begins

14 November 2013 One month notice period conclude s

18 November - March 31 2014 Phased posting of officers . *Posting dates will be given by earlySeptember 2013

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What Does The Automatic Posting Process Algorithm Do?

1) After Equality Act postings are made , remaining 'In scope ' officers are listed in arandom order .

2) Algorithm works thorough the list , aiming to post officers to their first preference .

3) Once first preference posts are filled , algorithm will post officers to their secondpreference

4) Once second preferences are filled , algorithm will post officers to their third

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MetChange :

http :// intranet .aware . mps/DCP /Change / index .htm

Control Infrastructure F requently Asked Questions (FAQ) :

http : //intra net aware.mps/DCP/One Met Model/h Frequently Asked Questions /

MPS Occupational Health :

htt ://intranet .aware .m s/HR/Peo IePa esl02 Safety Health and Wellbeing/03 OH Counselling and Support/

Police Federation :

hftp://www.metfed .org .uk/

16 Different MPS Staff Associations :

htt ://intranet .awa re . m s/Assns/SAMURAI /MPS FOIA Disclosu

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Chief Inspector and Band C Manager BriefingsFriday 26th July 201 3

C .Supt . Dave Reed & Det .Superintendent Colin Kennedy

HR Organisational Development

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• To provide the latest information available about the Control InfrastructureIntelligence Strand .

• To give you a general understanding of the future Intelligence structure andthe posts that will exist in the new model .

• To tell you about the Human Resources (HR) processes that will be used andto inform you about the Police Officer Posting Process for PC / DC - INSP /DI ranks only within TP and SC&O . Further information about the Chie fInspector - C .Supt postings process will be released once the detail has beengiven final approval .

• To ensure you know where to access the information as it is updated .

• To provide you with the above information so that you can brief your SLT andprovide information and support to your officers about the police officer posting sprocess .MPS FOIA Disc

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